Michael C. Griffaton

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Articles

EEOC Ordered to Remove Elective Abortion Accommodation Provision in PWFA Final Rule | JD Supra

1 month ago | jdsupra.com | Morgan Davis |Michael C. Griffaton

A Louisiana federal judge has ordered the Equal Employment Opportunity Commission (EEOC) to remove a portion of its final rule implementing the Pregnant Workers Fairness Act (PWFA) to the extent that the final rule includes elective abortion as a condition for which employers are required to make reasonable accommodations. This ruling, from Judge David C. Joseph of the U.S. District Court for the Western District of Louisiana, applies nationwide.
New York Extends Deadline for the Retail Worker Safety Act | JD Supra

Feb 21, 2025 | jdsupra.com | Krystal Campos |Michael C. Griffaton

New York employers have been preparing their workplace violence prevention policies and training programs in anticipation of the New York Retail Worker Safety Act’s (the Act) March 4, 2025, effective date. However, just 18 days before most provisions are set to take effect, Governor Hochul signed an amendment to the Act into law. Most notably, the amendment extends the Act’s effective date to June 2, 2025.
Trump Revokes Executive Order 11246 Requiring Affirmative Action | JD Supra

Jan 23, 2025 | jdsupra.com | Michael C. Griffaton

On January 21, 2025, President Trump revoked Executive Order 11246, which has been in place since 1965. EO 11246 prohibited federal contractors from discriminating on the basis of race, color, religion, sex, sexual orientation, gender identity, or national origin and required federal contractors to take affirmative action to ensure equal opportunity in all aspects of employment.
New Jersey Employers: Prepare for New Pay Transparency Requirements | JD Supra

Nov 25, 2024 | jdsupra.com | Michael C. Griffaton |Matt Schmitz

The New Jersey legislature recently built on its 2019 efforts to increase pay-related protections for job applicants and current employees. Most employers will now be required to disclose pay ranges in their job postings and follow certain promotion-related requirements. The law was signed by the Governor on November 18, 2024 and will take effect on June 1, 2025. Who must comply with the pay transparency and promotion requirements?
Federal Court Invalidates the DOL’s Final Overtime Rule | JD Supra

Nov 15, 2024 | jdsupra.com | Michael C. Griffaton |Adam J. Rocco

On November 15, 2024, the U.S. District Court for the Eastern District of Texas vacated the Department of Labor’s (DOL) final rule raising the salary thresholds for being exempt from overtime under the Fair Labor Standards Act (new salary thresholds). The ruling applies nationwide and means that employers do not currently need to increase employee salaries in January 2025 to maintain their exempt status. It also vacates the July 1, 2024 increase.
Massachusetts Employers: Prepare for New Pay Transparency Requirements

Oct 7, 2024 | lexology.com | Michael C. Griffaton

The Massachusetts legislature recently took its first significant step to expand pay-related protections for job applicants since the state’s 2016 Pay Equity Law. Beginning July 31, 2025, most employers will now be required to disclose pay ranges in their job postings and report demographic and pay data to the state. Who must comply with the pay transparency requirements?
FTC Non-compete Ban Blocked - For Good, For Now

Aug 28, 2024 | mondaq.com | Adam J. Rocco |Michael C. Griffaton

On Tuesday, August 20, 2024, the U.S. District Court for the Northern District of Texas struck down the Federal Trade Commission's (FTC) non-compete ban, permanently and nationally. As we reported previously, in April 2024, the FTC announced a new rule that generally barred most non-compete agreements and required employers to provide notice to workers impacted by the rule. The rule was set to go into effect on September 4, 2024.
FTC Non-compete Ban Partially Blocked - For Now

Jul 8, 2024 | mondaq.com | Adam J. Rocco |Michael C. Griffaton

As we reported previously, the Federal Trade Commission (FTC) announced a new rule that "[i]t is an unfair method of competition—and therefore a violation of Section 5 of the FTC Act—for employers to enter into non-compete clauses with workers." As a result, the final rule generally bars most non-compete agreements. The rule's effective date is September 4, 2024.
Vermont Employers: Prepare For New Pay Transparency Requirements

Jul 4, 2024 | mondaq.com | Michael C. Griffaton

Vermont is the newest state to join the pay transparency wave. Effective July 1, 2025, employers will be required to include the compensation or range of compensation in any advertisement of a Vermont job opening. The pay transparency requirements apply to any individual, organization, or governmental entity doing business in Vermont that employs five or more employees.
Minnesota Employers: Prepare For New Pay Transparency Requirements

Jun 13, 2024 | mondaq.com | Michael C. Griffaton

The Minnesota legislature continues to expand protections for job applicants. In 2023, Minnesota enacted legislation that prohibits employers from inquiring into an applicants' pay history during the hiring process. Now, most employers will be required to disclose salary ranges in their job postings. The pay transparency law will take effect January 1, 2025. The pay transparency requirements apply to any person or entity that employs 30 or more employees at one or more sites in Minnesota.